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		<title>What the Budget and Employment Rights Bill mean for payroll</title>
		<link>https://www.isio.com/insights/what-the-budget-and-employment-rights-bill-mean-for-payroll/</link>
		
		<dc:creator><![CDATA[Imogen Pollard]]></dc:creator>
		<pubDate>Wed, 20 Nov 2024 18:02:06 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=22107</guid>

					<description><![CDATA[<p>In light of Rachael Reeves' first Budget as Chancellor of the Exchequer, Isio addresses what these changes mean for employers and how they will affect payroll implementation.</p>
<p>The post <a href="https://www.isio.com/insights/what-the-budget-and-employment-rights-bill-mean-for-payroll/">What the Budget and Employment Rights Bill mean for payroll</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></description>
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<p><strong>Rachel Reeves’ first Budget as Chancellor of the Exchequer unveiled significant changes for employers which, coupled with new legislation in the form of the Employment Rights Bill, will have an impact on employment costs and payroll implementation. Mark Jones, Partner at Isio, explores what employers need to consider.</strong></p>



<p>The increase to employer National Insurance (NI) was widely billed in advance of the Autumn Budget, yet the scale of the changes came as a surprise. Although the increase to the headline rate of employer’s NI, from 13.8% to 15%, had been somewhat anticipated, the lowering of the Secondary Threshold (the level of earnings at which employers start to pay NI) from £9,100 to £5,000 had not. Indeed, it is this second change that will likely have a bigger impact on the amount of NI paid by businesses.</p>



<p>Another change was the increase in the National Minimum/Living Wage. For individuals aged 21 and over this will increase by almost 7%, whereas for individuals aged 18 – 20 there will be an even larger increase of 16%.Putting these two measures together, many employers are likely to be facing a very significant increase in their employment costs.</p>



<p>The cost of employing an individual earning National Minimum Wage, for example, could increase by over 10% of payroll, whereas for an employee on UK average earnings the equivalent increase is around 2.5%.</p>

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<p><strong>Mitigating impact</strong></p>



<p>Given these significant changes, employer attention has turned to what actions they can take to help manage their cost exposure and how that might impact their payroll implementation.</p>



<p>A first step in this exercise requires a holistic view to employee reward – rebalancing away from pay and into other benefits that do not attract employer NI. Directing more reward into pensions is one obvious way of reducing the impact of higher NI rates. Indeed, alongside core pension contributions, employers may also consider bonus sacrifice and/or a shared cost Additional Voluntary Contribution (AVC) as ways of reducing NI contributions for both employer and employee.</p>



<p>Equally, those businesses already using existing salary sacrifice arrangements (and sharing some of the NI savings in the form of employee contributions), will need to consider whether these need to be revisited in light of the higher savings.</p>



<p>Also worth considering are approved non-financial salary sacrifice arrangements such as electric vehicles, cycle to work and technology schemes.</p>



<p><strong>Employer considerations</strong></p>



<p>Employers should remember that salary sacrifice arrangements cannot generally be used by those earning at (or close to) the National Minimum Wage, and so there are limitations to the effectiveness of salary sacrifice for some organisations.</p>



<p>Furthermore, it is a well-known fact that younger workers do not place £1 of value on a £1 pension contribution for example. So any business looking to place a greater emphasis on benefits as part of their reward package will need to carefully communicate the value delivered by these benefits.</p>



<p>Irrespective of the nature of the benefit, employers will want to ensure that employees understand and engage with the benefits provided, as well as appreciating the value. Our <a href="https://www.isio.com/insights/isio-insights-maximising-value-from-employee-benefits/">recent research</a> showed that providing an easy-to-understand Total Reward Statement can increase employee appreciation of the value of benefits by 48%. This can also be extended out to cover non-financial benefits, such as flexible working and family-friendly policies.</p>



<p><strong>A changing landscape</strong></p>



<p>Responding to the Budget isn’t the full extent of the changes that employers will be looking to address over the coming year. There is also the Employment Rights Bill – one of the most significant single items of employment legislation to be published – to consider.</p>



<p>Among the changes to employment law stemming from the Government’s ‘New Deal for Working People’ are enhanced rights for workers around flexible working, and the extension of existing employment rights – including rights to sick pay, and to protection against unfair dismissal – so that they apply from ‘Day One’ of employment contracts.</p>



<p>Not only does this directly impact employee reward and benefits, and how they are implemented in payroll, there’s also the possibility of penalties from regulators for non-compliance – with corresponding financial and reputational implications for those who fall short. All resulting in a set of powerful incentives to take a proactive approach.</p>



<p><strong>Reporting environment</strong></p>



<p>Organisations of over 250 employees will have well-established Gender Pay Gap reporting processes but the proposed extension to ethnicity and disability reporting will bring new challenges for many. Not least how to persuade employees to provide this information, how to categorise ethnicity and disability and how to explain apparent pay gaps which may be driven by a lack of available information or a very small cohort of the workforce.</p>



<p>Although there are many areas of uncertainty including timing, transition periods, enforcement, benchmarking and penalties for non-compliance, HR teams can – and should – start preparing themselves for these new reporting requirements.</p>



<p>Preparations should include a review of existing employee data as well as an initial analysis of the scale of any pay gaps and an understanding of what is driving the gaps. Employers may also want to consider whether the existing HR team is equipped to deal with the enhanced obligations or whether to investigate outsourcing of the analysis.</p>



<p>Ensuring that your people are paid the right amount and at the right time might seem a simple enough task, but rules around pay and pensions are complex and nuanced. At a time of significant change in the requirements around employee reward, it is essential that businesses don’t find themselves inadvertently falling foul of these rules. All in all, there’s never been a more important time to make payroll a priority.</p>



<p><strong>To ensure that your payroll model is aligned, compliant and prepared for new disclosures, please contact Mark Jones using the details below.</strong></p>

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<p>The post <a href="https://www.isio.com/insights/what-the-budget-and-employment-rights-bill-mean-for-payroll/">What the Budget and Employment Rights Bill mean for payroll</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
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		<title>Isio Fiduciary Management Survey 2024</title>
		<link>https://www.isio.com/insights/isio-fiduciary-management-survey-2024/</link>
		
		<dc:creator><![CDATA[Gerry Wilson]]></dc:creator>
		<pubDate>Wed, 20 Nov 2024 10:02:23 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=22079</guid>

					<description><![CDATA[<p>The post <a href="https://www.isio.com/insights/isio-fiduciary-management-survey-2024/">Isio Fiduciary Management Survey 2024</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></description>
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                            <h2 class="text-brandGreen-100 mb-2">Latest Trends in Fiduciary Management</h2>
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                    <p>Now in it&#8217;s 15th year, Isio&#8217;s annual Fiduciary Management Survey returns for 2024, this year observing big changes in the fiduciary landscape. Investment markets have stabilised somewhat since 2022’s “gilts crisis”. However the shake up in markets, and how fiduciary managers have responded to this, has seen new trends emerge.</p>
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                                                            <a href="https://www.isio.com/app/uploads/2024/11/Isio-Latest-trends-in-Fiduciary-Management-Survey-2024-FINAL.pdf" class="btn-primary ">Download the full survey results</a>
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<h5 class="wp-block-heading" id="h-key-messages-throughout-the-survey">Key messages throughout the survey:</h5>



<ul class="wp-block-list">
<li><strong>Slow growth in the number of fully delegated mandates</strong> driven by schemes exiting the market via an insurance transaction balanced with those seeking to reduce their governance burden.</li>



<li><strong>Assets under management increased, </strong>supported by positive performance of assets &#8211; and due to a small number of very large schemes moving to fiduciary management.</li>



<li><strong>Average funding level of schemes using fiduciary management is higher than ever before </strong>&#8211; more schemes are targeting insurance as their end-game objective.</li>



<li><strong>An increase to the illiquid allocations in target portfolios</strong> – suggesting liquidity concerns have stabilised.</li>



<li><strong>Continued improvements in ESG reporting by FMs</strong> – two thirds of fully delegated fiduciary mandates now have a net zero carbon emissions target in place.</li>



<li><strong>Over a third of fully delegated mandates also use some form of independent oversight</strong> – marking the highest level since our survey began.</li>
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<p>The post <a href="https://www.isio.com/insights/isio-fiduciary-management-survey-2024/">Isio Fiduciary Management Survey 2024</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
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		<title>Tech that delivers value – from all angles</title>
		<link>https://www.isio.com/insights/tech-that-delivers-value-from-all-angles/</link>
		
		<dc:creator><![CDATA[Gerry Wilson]]></dc:creator>
		<pubDate>Tue, 12 Nov 2024 16:38:50 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=22033</guid>

					<description><![CDATA[<p>The post <a href="https://www.isio.com/insights/tech-that-delivers-value-from-all-angles/">Tech that delivers value – from all angles</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
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<p><strong><br><br>Deploying best in class technology to maximise your reward and benefits strategy is mission-critical. But that’s only half the story, as Alexis Parrish, Director at Isio, explains</strong>. </p>



<p>At Isio we talk a lot about value in the context of reward and benefits packages. But how do you define value when it comes to benefits technology? For a CPO, value is about ensuring the money invested in reward and benefits is successfully enabling employees to make informed choices. For employees, value is being able to easily engage with a platform that delivers on their unique preferences and needs. The result is quite different value objectives from one platform. So it follows that any investment in employee benefits technology will be scrutinised carefully.</p>



<p>The advantages of successful tech implementation for employers are clear. In terms of benefit design, packages can be personalised and customised so that they’re truly inclusive, and management information data can drive informed decisions around employee preferences.</p>



<p>But it doesn’t end there. Technology also has a critical role to play in bridging any confidence gap &#8211; so employees can actually use their benefits.  However diverse and comprehensive an offering may be, it falls down if individual users don’t feel empowered to make the most of what’s on offer to them. An intuitive and accessible interface that’s tailored for usage on various devices for example can make all the difference.</p>



<p>And the end goal makes this worthwhile: employees who can access and appreciate their benefits can have better productivity, improved employee financial wellbeing and reduced attrition rates.</p>

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<p>What else is there to consider when appraising the market? It might be tempting to roll out the tech and think the job is done. But there are other important considerations, and this is where the value point comes in. To maximise that value – for both organisations and employee experience – the technology needs to be flexible and dynamic. It needs to grow as a live component within an ever-evolving reward and benefits strategy.</p>



<p>Adaptability is therefore key. Restrictive or cumbersome technology platforms that are not easily able to change to new circumstances may end up as more of an obstacle than a solution. All too often, software is assumed to be future-proofed. Instead, the focus should be on that continuous development concept, embedding technology as a vital component in employee journey.</p>



<p>Not only does this mean the front end will feel unique, fit for purpose and fresh – customisation means organisations can put their own stamp on the technology for example – but in terms of the back end, HR teams are supported as the landscape continually shifts. Whether that’s around analysing management information, pre-empting upcoming regulatory change or enhancing reporting.</p>



<p>There’s flexibility in the scale of the deployment too. At one end that would involve simply bringing benefit information into one place, highlighting to the employee what’s on offer and what’s relevant to them and communicating that effectively. Individuals can be given a clear picture of what’s being provided and that can be a powerful factor when making decisions about leaving or staying in their role. At the other end, a fully flexible solution would allow employees to tailor and customise their package to make it unique for them.</p>



<p>For CPO’s, the trigger for investing in a benefits technology platform can vary. For some organisations, it’s a compliment to introducing flexibility in their benefit package, for other it’s driven by a desire to put in place a more flexible, reactive system.</p>



<p>And that experience draws out the bottom line here: making reward and benefits work for all. Given it’s one of the biggest areas of spend for many organisations, getting the tech right has never been more important. After all, a poorly designed employee benefits approach can cost money, time and talent – and the keys to unlocking value for a modern workforce.</p>



<p><strong><a href="https://www.isio.com/what-we-do/benefits/benefits-technology/">Isio.beam</a> is Isio’s newly enhanced, highly customisable employee benefits, reward and engagement platform that reflects your unique requirements, gives your employees control over their benefits and evolves with the needs of your business. Ready to put your employees in full control of their benefits? <a href="https://www.isio.com/what-we-do/benefits/benefits-technology/">Watch our demo video here</a> and get in touch to request a demo today.</strong></p>

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<p>The post <a href="https://www.isio.com/insights/tech-that-delivers-value-from-all-angles/">Tech that delivers value – from all angles</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></content:encoded>
					
		
		
			</item>
		<item>
		<title>Isio Mansion House Breakfast Briefing</title>
		<link>https://www.isio.com/insights/isio-mansion-house-breakfast-briefing/</link>
		
		<dc:creator><![CDATA[Gerry Wilson]]></dc:creator>
		<pubDate>Thu, 07 Nov 2024 10:50:06 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=21929</guid>

					<description><![CDATA[<p>Join our team of industry experts for a focussed 45-minute update, as they share an overview of the new requirements and our initial thoughts on what it will mean in practice for those running schemes.</p>
<p>The post <a href="https://www.isio.com/insights/isio-mansion-house-breakfast-briefing/">Isio Mansion House Breakfast Briefing</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></description>
										<content:encoded><![CDATA[
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                            <h2 class="text-brandGrey-100 mb-2">Cut through the noise to find out what the future holds </h2>
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                    <p>On the 14<sup>th</sup> November the Chancellor delivered her inaugural Mansion House speech tipped as an overhaul to Britain’s pension fund industry. Following on from the Budget at the end of October, the speech included more detail on the next steps for pensions reform with potential implications for DC schemes, LGPS, trust based DB schemes and the bulk purchase annuity industry.</p>
<p><span style="font-style: inherit;font-weight: inherit">Isio experts provided a briefing the morning after to cut through the noise and provide analysis of the topics of the night and what this means for the future.</span></p>
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<p>The post <a href="https://www.isio.com/insights/isio-mansion-house-breakfast-briefing/">Isio Mansion House Breakfast Briefing</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
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		<title>US election result: what does this mean for markets and investors?</title>
		<link>https://www.isio.com/insights/us-election-result-what-does-this-mean-for-markets-and-investors/</link>
		
		<dc:creator><![CDATA[Daniel Owen]]></dc:creator>
		<pubDate>Thu, 07 Nov 2024 08:05:47 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=21936</guid>

					<description><![CDATA[<p>The post <a href="https://www.isio.com/insights/us-election-result-what-does-this-mean-for-markets-and-investors/">US election result: what does this mean for markets and investors?</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></description>
										<content:encoded><![CDATA[
<section class="text-wrapper text-block  medium-width ">
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<p><strong>Donald Trump is now President-elect of the United States of America. The Republican Party has also won the Senate and (as of 13:30 GMT, 6th November) appear on track to win control of the House of Representatives too. What do the election results mean for markets and investors? </strong></p>



<div style="height:40px" aria-hidden="true" class="wp-block-spacer"></div>



<h2 class="wp-block-heading has-large-font-size" id="h-how-did-the-results-play-out-nbsp"><strong>How did the results play out?</strong>&nbsp;</h2>



<p>Many observers were expecting a drawn out results process, with the possibility that it would be days or even weeks before the final result was known. In the end though there were signs that Trump was performing well almost as soon as the polls closed, and key swing states all turned red shortly after: North Carolina was called at 4:40am GMT, Georgia at 5:37am and by the time Pennsylvania was called at 7:07am a Trump victory was all but assured.</p>



<p class="has-text-align-center"><strong>Election victory odds</strong></p>



<figure class="wp-block-image size-full"><img loading="lazy" decoding="async" width="1005" height="420" src="https://www.isio.com/app/uploads/2024/11/US-election-graph-1.jpg" alt="Graph showing election victory odds" class="wp-image-21937" srcset="https://www.isio.com/app/uploads/2024/11/US-election-graph-1.jpg 1005w, https://www.isio.com/app/uploads/2024/11/US-election-graph-1-300x125.jpg 300w, https://www.isio.com/app/uploads/2024/11/US-election-graph-1-768x321.jpg 768w, https://www.isio.com/app/uploads/2024/11/US-election-graph-1-720x301.jpg 720w, https://www.isio.com/app/uploads/2024/11/US-election-graph-1-95x40.jpg 95w, https://www.isio.com/app/uploads/2024/11/US-election-graph-1-354x148.jpg 354w, https://www.isio.com/app/uploads/2024/11/US-election-graph-1-980x410.jpg 980w, https://www.isio.com/app/uploads/2024/11/US-election-graph-1-366x153.jpg 366w, https://www.isio.com/app/uploads/2024/11/US-election-graph-1-170x71.jpg 170w" sizes="(max-width: 1005px) 100vw, 1005px" /><figcaption class="wp-element-caption">Source: Polymarket</figcaption></figure>



<div style="height:40px" aria-hidden="true" class="wp-block-spacer"></div>



<h2 class="wp-block-heading has-large-font-size" id="h-market-reaction"><strong>Market reaction</strong></h2>



<p>Markets reacted quickly to price in the consequences not only of a Trump presidency, but a full Republican sweep of the legislature too, meaning key policies would be easier to pass and not blocked or watered down by a Democrat controlled House or Senate.</p>



<p>Equities were buoyed by the prospect of corporate tax cuts and deregulation, whilst Treasury yields rose at the prospect of these inflationary policies and expectations of increased government borrowing. USD strengthened against other major currencies. Gilts and European Bond yields seem not to have been impacted by the result.</p>



<figure class="wp-block-table"><table class="has-fixed-layout"><tbody><tr><td><strong>Market</strong></td><td><strong>Change 00:00 GMT to 13:30 GMT</strong></td></tr><tr><td><strong>S&amp;P500 (E-mini futures)</strong></td><td><strong>+2.15%</strong></td></tr><tr><td><strong>USD/GBP</strong></td><td><strong>+1.43%</strong></td></tr><tr><td><strong>10 Year US Treasury Yield</strong></td><td><strong>+16.2 bps</strong></td></tr><tr><td><strong>10 Year UK Gilt Yield</strong></td><td><strong>+1.9bps</strong></td></tr></tbody></table><figcaption class="wp-element-caption">Source: MarketWatch</figcaption></figure>



<p class="has-text-align-center"><strong>S&amp;P500 (E-mini futures)</strong></p>



<figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="1024" height="281" src="https://www.isio.com/app/uploads/2024/11/US-election-graph-2-1024x281.jpg" alt="" class="wp-image-21938" srcset="https://www.isio.com/app/uploads/2024/11/US-election-graph-2-1024x281.jpg 1024w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-300x82.jpg 300w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-768x210.jpg 768w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-1536x421.jpg 1536w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-720x197.jpg 720w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-95x26.jpg 95w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-354x97.jpg 354w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-980x269.jpg 980w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-366x100.jpg 366w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2-170x47.jpg 170w, https://www.isio.com/app/uploads/2024/11/US-election-graph-2.jpg 1562w" sizes="(max-width: 1024px) 100vw, 1024px" /><figcaption class="wp-element-caption">Source: MarketWatch</figcaption></figure>



<p class="has-text-align-center"><strong>10 Year US Treasury Yields</strong></p>



<figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="1024" height="296" src="https://www.isio.com/app/uploads/2024/11/US-election-graph-3-1024x296.jpg" alt="" class="wp-image-21939" srcset="https://www.isio.com/app/uploads/2024/11/US-election-graph-3-1024x296.jpg 1024w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-300x87.jpg 300w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-768x222.jpg 768w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-1536x444.jpg 1536w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-720x208.jpg 720w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-95x27.jpg 95w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-354x102.jpg 354w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-980x283.jpg 980w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-366x106.jpg 366w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3-170x49.jpg 170w, https://www.isio.com/app/uploads/2024/11/US-election-graph-3.jpg 1543w" sizes="(max-width: 1024px) 100vw, 1024px" /><figcaption class="wp-element-caption"><strong>10 Year US Treasury Yields</strong></figcaption></figure>



<p class="has-text-align-center"><strong>10 Year UK Gilt Yields</strong></p>



<figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="1024" height="286" src="https://www.isio.com/app/uploads/2024/11/US-election-graph-4-1024x286.jpg" alt="" class="wp-image-21940" srcset="https://www.isio.com/app/uploads/2024/11/US-election-graph-4-1024x286.jpg 1024w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-300x84.jpg 300w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-768x215.jpg 768w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-1536x430.jpg 1536w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-720x201.jpg 720w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-95x27.jpg 95w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-354x99.jpg 354w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-980x274.jpg 980w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-366x102.jpg 366w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4-170x48.jpg 170w, https://www.isio.com/app/uploads/2024/11/US-election-graph-4.jpg 1562w" sizes="(max-width: 1024px) 100vw, 1024px" /><figcaption class="wp-element-caption">Source: MarketWatch</figcaption></figure>



<div style="height:40px" aria-hidden="true" class="wp-block-spacer"></div>



<h2 class="wp-block-heading has-large-font-size" id="h-implications-for-investors">Implications for investors</h2>



<p>Looking forward, we will be monitoring three key areas:</p>



<ul class="wp-block-list">
<li>Whether Trump’s campaign rhetoric on tariffs, migration or taxes are actually converted into policy remains to be seen, however, a Republican legislature and friendly courts make it more likely. These actions would likely be inflationary and supportive of dollar strengthening &#8211; potentially disruptive to the Fed’s ‘soft landing’ in controlling a recent bout of inflation without entering recession.</li>



<li>Trump can be erratic and prone to foreign policy brinkmanship. With active wars in Ukraine and the Middle East, as well as threats to Taiwan, this increases the risk of a diplomatic misstep leading to geopolitical conflict.  Preparing for Black Swan events and out of model risks are more important than ever.</li>



<li>This could impact sustainable investments opportunities. Trump is likely to repeal some of the more climate focused aspects of the Inflation Reduction Act, such as support for renewables, and create a hostile environment for ESG investment in the US.  Managing climate risks and opportunities will continue to be important for investors and we will monitor knock-on impacts for the UK market</li>
</ul>



<div style="height:40px" aria-hidden="true" class="wp-block-spacer"></div>



<h2 class="wp-block-heading has-large-font-size" id="h-conclusion">Conclusion</h2>



<p>A Trump presidency, supported by a Republican House and Senate, will likely be good for corporate profits and therefore US equity markets in the short run. The US makes up c60% of the global equity market, but tariffs could be harmful to key emerging market economies like China and Mexico. In the bond market, there is a risk treasury yields will be penalized as a result of large scale borrowing and inflationary policies under the new regime – something we will monitor.</p>



<p>We are also aware that with Donald Trump, we should expect the unexpected. We encourage clients to make contingency plans to handle tail risks that appear more likely with Trump at the helm.</p>

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<p>The post <a href="https://www.isio.com/insights/us-election-result-what-does-this-mean-for-markets-and-investors/">US election result: what does this mean for markets and investors?</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
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		<item>
		<title>The key takeaways from a highly anticipated Budget</title>
		<link>https://www.isio.com/insights/the-key-takeaways-from-a-highly-anticipated-budget/</link>
		
		<dc:creator><![CDATA[Daniel Owen]]></dc:creator>
		<pubDate>Wed, 30 Oct 2024 17:50:55 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=21842</guid>

					<description><![CDATA[<p>The post <a href="https://www.isio.com/insights/the-key-takeaways-from-a-highly-anticipated-budget/">The key takeaways from a highly anticipated Budget</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></description>
										<content:encoded><![CDATA[
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<p><strong>On 30th October 2024, the Chancellor delivered one of the most highly anticipated budgets in recent memory: the first budget from a Labour Government in a generation, and the first ever by a female Chancellor.  After weeks of gloomy framing, and increasingly frenzied speculation in the press we finally have some clarity.</strong></p>



<p>The Office for Budget Responsibility (OBR) headline provides a pithy summary “Budget delivers large increases in spending, tax, and borrowing”.&nbsp;</p>



<p>The majority of the tax rises will be felt by employers, mainly via an increase in the rate of employer National Insurance Contributions. The Chancellor has avoided making any of the revolutionary pensions changes that had been rumoured, with the exception being the application of Inheritance Tax to lump sum pension death benefits.&nbsp;</p>



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<h2 class="wp-block-heading" id="h-impacts-for-pensions-and-employee-benefits" style="font-size:56px">Impacts for pensions and employee benefits<br></h2>

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                            <h2 class="text-brandGrey-100 mb-2">Increase in employer National Insurance Contributions (NICs)</h2>
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<li>The majority of the increased taxation that the Chancellor is looking to raise comes from a change to employer NICs from April 2025 – with an increase of 1.2% in the headline rate (from 13.8% to 15%) and a reduction in the threshold when it applies from £9,100 down to £5,000.</li>
<li>This equates to an increased cost for employers of over £900 per year for the average UK worker, with a higher proportionate increase in costs for lower paid staff.</li>
<li>While the pre-budget speculation around NICs being applied to employer pension contributions was misplaced, the increase in employer NICs has increased the relative attraction to employers of making pension contributions and of using pension salary sacrifice arrangements.  Employers who don’t have a salary sacrifice arrangement in place may look to do so to help mitigate their increased NIC bill.</li>
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                            <h2 class="text-brandGrey-100 mb-2">Inheritance tax applied to pensions</h2>
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<li>Inheritance Tax (IHT) will apply to unused pension funds and pension death benefits from April 2027.</li>
<li>This change was widely expected and reduces the attraction of using pension assets for IHT planning purposes.  The OBR expects that in 2029/30 this will raise £1.5bn allowing for likely behavioural changes, although it would be £2.6bn assuming no changes.</li>
<li>Trustees and sponsors of pension schemes will want to assess the impact this could have for the death benefits they provide. Individuals with material defined contribution funds may wish to revisit any inheritance planning to consider whether their current approach should be adjusted to reflect the application of IHT.</li>
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                            <h2 class="text-brandGrey-100 mb-2">Increase in minimum wage</h2>
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<li>It was confirmed that there will be a 6.7% in the headline National Living Wage to £12.21 an hour from April 2025. This increase in the headline rate follows on from input from the Low Pay Commission.</li>
<li>Employers will want to ensure that minimum wage requirements are met, which includes checking that an employee’s pay isn’t reduced below this level by any salary sacrifice arrangements.</li>
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                            <h2 class="text-brandGrey-100 mb-2">Changes to overseas transfers</h2>
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<li>In the budget small print there was an announcement that the government will remove the exclusion from the Overseas Transfer Charge for transfers to pension schemes in the European Economic Area from 30 October 2024.</li>
<li>While this will require a change in the approach for pension scheme administrators dealing with overseas transfers to Europe, it will bring the treatment into line with the rest of world.</li>
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            <h3 class="text-base font-semibold uppercase mb-4"><a href="#">Webinars</a></h3>
            <h2 class="text-2xl text-brandGrey-100 mb-4">Watch the Isio Budget Box Briefing webinar</h2>
            <p class="text-brandGrey-100 mb-7 text-lg font-medium">Isio experts discussed some of the changes affecting employers, trustees and individuals on our Budget day webinar. </p>
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        <p>The post <a href="https://www.isio.com/insights/the-key-takeaways-from-a-highly-anticipated-budget/">The key takeaways from a highly anticipated Budget</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></content:encoded>
					
		
		
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		<title>Webinar: How disruption in the digital platform market is changing benefits delivery</title>
		<link>https://www.isio.com/insights/webinar-how-disruption-in-the-digital-platform-market-is-changing-benefits-delivery/</link>
		
		<dc:creator><![CDATA[Gerry Wilson]]></dc:creator>
		<pubDate>Wed, 30 Oct 2024 16:36:26 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=21825</guid>

					<description><![CDATA[<p>The post <a href="https://www.isio.com/insights/webinar-how-disruption-in-the-digital-platform-market-is-changing-benefits-delivery/">Webinar: How disruption in the digital platform market is changing benefits delivery</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></description>
										<content:encoded><![CDATA[
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                            <h2 class="text-brandGrey-100 mb-2">Deciding what benefits technology works for your organisation</h2>
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                    <p>The UK benefits technology landscape is undergoing substantial disruption as we draw towards the end of 2024. With several platform provider mergers and acquisitions this year, new digital offerings and those pushing hard on the use of various forms of artificial intelligence, choices in 2025 are going to look very different.</p>
<p>Isio Director, Alexis Parrish, joined a panel discussion with the Rewards &amp; Employee Benefits Association exploring the practical strategies for assessing emerging benefits technologies which fit an organisation’s unique needs, while balancing costs and return on investment.</p>
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                                                            <a href="https://app.gotowebinar.com/unified/index.html#/embedded/recording/be0d2a2af63049cea2dba8afb9c90f12?source=G2S-EMBEDDED" class="btn-primary ">Watch the recording</a>
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<h2 class="wp-block-heading has-large-font-size" id="h-key-issues-explored">Key issues explored:<strong> </strong></h2>



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<li>The current state of benefits technology: what is changing and why?</li>
</ul>



<ul class="wp-block-list">
<li>How to assess and choose the right tech for your organisation<br>What types of personalisation and data are vital for today’s employees?</li>



<li>Leveraging benefits technology and data to support an organisation’s DEI goals and increasing gap reporting requirements</li>



<li>How important is artificial intelligence (AI), machine learning, predictive analytics, and sentiment with a platform?</li>



<li>Is there still a need for the human connection to drive the right end to end experience?&nbsp;</li>



<li>If benefits providers are incorporating AI, whether your platform can integrate it&nbsp;</li>
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<p>The post <a href="https://www.isio.com/insights/webinar-how-disruption-in-the-digital-platform-market-is-changing-benefits-delivery/">Webinar: How disruption in the digital platform market is changing benefits delivery</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></content:encoded>
					
		
		
			</item>
		<item>
		<title>LGPS (England &#038; Wales) Low-Risk Funding Index: 30 September 2024 results</title>
		<link>https://www.isio.com/insights/lgps-england-wales-low-risk-funding-index-30-september-2024-results/</link>
		
		<dc:creator><![CDATA[Daniel Owen]]></dc:creator>
		<pubDate>Wed, 23 Oct 2024 16:20:57 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=21770</guid>

					<description><![CDATA[<p>As at 30 September 2024, the estimated aggregate funding level for the LGPS (E&#38;W) was 112% funded on a low-risk basis</p>
<p>The post <a href="https://www.isio.com/insights/lgps-england-wales-low-risk-funding-index-30-september-2024-results/">LGPS (England &amp; Wales) Low-Risk Funding Index: 30 September 2024 results</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
]]></description>
										<content:encoded><![CDATA[
<section class="text-wrapper text-block  medium-width ">
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<h4 class="wp-block-heading" id="h-executive-summary">Executive summary</h4>



<ul class="wp-block-list">
<li>As at 30 September 2024, the estimated aggregate funding level for the LGPS (E&amp;W) was 112% funded on a low-risk basis</li>



<li>The aggregate funding level was 67% at 31 March 2022 and has remained at significantly higher levels since 31 May 2023</li>



<li>The improvement in funding level is largely due to the significant increase in UK Government bond yields and improvements to asset values</li>



<li>In line with releases since October 2023, the estimated funding levels for each of the participating 87 funds have been provided</li>



<li>Of the 87 funds, 69 have funding levels greater than 100% and 18 have funding levels less than 100%</li>



<li>The range of funding levels varies from 168% down to 73%</li>
</ul>



<h4 class="wp-block-heading" id="h-introduction">Introduction</h4>



<p>This update sets out the latest low-risk funding position for the LGPS (E&amp;W).</p>



<p>The estimates have been carried out as at 30 September 2024 and assume a ‘low-risk’ funding basis for the liabilities, i.e. the basis that would apply if assets were fully invested in liquid, low-risk investments, such as government bonds.</p>



<p>The aggregate funding position has been calculated by combining the individual results for each of the 87 pension funds participating within the LGPS (E&amp;W). A summary of the individual results as at 30 September 2024 is set out within this update, along with comparative figures as at 31 March 2022.</p>



<p>Please note that the numerical information set out within the update has been calculated using approximate methods, based on information available within the public domain (not necessarily the most recent), and has been provided for information purposes only. We are using asset values and cashflow estimates as at 31 March 2022 until such time that all LGPS funds have published their 2023 annual reports. The information set out within this update should not be considered as advice or be relied upon in making any financial decisions. Further information is detailed in the Appendix linked below.</p>



<h4 class="wp-block-heading" id="h-background-and-purpose">Background and purpose</h4>



<p>Market conditions for pension schemes have improved significantly since the most recent LGPS (E&amp;W) actuarial valuations were carried out as at 31 March 2022. The value of liabilities assessed with reference to gilt yields has fallen dramatically. This has led to material improvements in funding levels for funds and their employers, and indicates that funds should:</p>



<ul class="wp-block-list">
<li>Consider their funding and investment objectives in light of significantly improved funding levels (these may differ when levels are approaching or exceeding 100%)</li>



<li>Actively review investment strategies, specifically considering whether de-risking opportunities should be taken advantage of</li>



<li>Consider whether certified employer contributions should be reduced before 1 April 2026 to avoid overfunding</li>



<li>Recognise the differing needs of their employer base and enable their participating employers to agree funding and investment arrangements that reduce current contribution rates and/or ongoing risk exposure</li>
</ul>



<p>The purpose of providing this update is to:</p>



<ul class="wp-block-list">
<li>Highlight the very significant funding improvements experienced since 31 March 2022  </li>



<li>Provide a monthly update to track the evolving funding position and the impact of changes in market conditions since the launch of the Index and later reference points</li>



<li>Monitor funds’ responses to these improved funding positions, considering investment strategy and employer engagement</li>
</ul>



<p><strong>Current market conditions are very good news for the LGPS and present an immediate opportunity to enhance long-term sustainability for funds and their employers.</strong></p>



<h4 class="wp-block-heading" id="h-changes-since-previous-release-as-at-30-june-2024"><strong>Changes since previous release as at 30 </strong>June 2024</h4>



<ul class="wp-block-list">
<li>Since 30 June 2024, the estimated aggregate funding level for the LGPS (E&amp;W) has remained at 112%</li>



<li>Whilst asset values have increased and future inflation expectations have fallen, this has been offset by reductions in UK Government bond yields</li>



<li>Our calculations have been updated to reflect the CPI linked increase of 6.7% applied to LGPS benefits from 1 April 2024</li>



<li>69 of the 87 funds have funding levels greater than 100%</li>



<li>A comparison of the estimated aggregate asset and liability values as at 30 June 2024 and 30 September 2024 is set out in the chart below:</li>
</ul>



<figure class="wp-block-image aligncenter size-full is-resized"><img loading="lazy" decoding="async" width="931" height="447" src="https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September.png" alt="" class="wp-image-21772" style="width:756px;height:auto" srcset="https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September.png 931w, https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September-300x144.png 300w, https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September-768x369.png 768w, https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September-720x346.png 720w, https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September-95x46.png 95w, https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September-354x170.png 354w, https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September-366x176.png 366w, https://www.isio.com/app/uploads/2024/10/LPGPS-EW-low-risk-funding-index-September-170x82.png 170w" sizes="(max-width: 931px) 100vw, 931px" /></figure>



<h4 class="wp-block-heading" id="h-aggregate-results">Aggregate results</h4>



<p>We show below the change in funding level over the period from 31 March 2022 to 30 September 2024 for the LGPS (E&amp;W) in aggregate.</p>

</div>
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        <div class="text-column container standard">
                            <h2 class="text-brandGreen-100 mb-2">High-level commentary:</h2>
                                        <div class="cms-text mt-4 text-brandGrey-100">
                    <ul>
<li>The funding level for the LGPS (E&amp;W) in aggregate as at 31 March 2022 was approximately 67% when calculating liabilities on a low-risk basis</li>
<li>Over the period to 30 September 2024, the aggregate funding level has increased to 112%</li>
<li>Significant volatility was experienced in September 2022 due to the release of the UK Government’s Mini-budget</li>
<li>Since the Mini-budget, the aggregate funding level has remained consistently higher than as at 31 March 2022 (an average of 101%), allowing funds to reasonably consider the four points listed at the top of this update</li>
</ul>
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<h4 class="wp-block-heading" id="h-individual-fund-results">Individual fund results</h4>



<p>The table below details the change in funding level from 31 March 2022 to 30 September 2024 for all funds who participate within the LGPS (E&amp;W). The chart also sets out the average funding levels at each of the two dates. The results have been provided on a named basis at the end of this update. Our calculations are based on asset values and cashflow estimates as at 31 March 2022 until such time that all LGPS funds have published their 2023 annual reports.</p>

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                            <h2 class="text-brandGreen-100 mb-2">High-level commentary:</h2>
                                        <div class="cms-text mt-4 text-brandGrey-100">
                    <ul>
<li>61 of the 87 funds reported a funding level of 100% or higher as part of the most recent LGPS (E&amp;W) actuarial valuations that were carried out as at 31 March 2022. The liabilities associated with these results were calculated on each fund’s ‘ongoing’ basis</li>
<li>Due to the market changes discussed earlier in this update, the reported funding levels are expected to have increased significantly over the period to 30 September 2024. Given the different approaches taken by each of the actuarial advisers to set each of the fund’s ‘ongoing’ basis, and the limited transparency, we are not able to quantify the size of the improvement</li>
<li>None of the 87 funds had a funding level of 100% or higher as at 31 March 2022 when assessing the liabilities on a low-risk basis</li>
<li>As at 30 September 2024, 69 of the funds have a funding level of 100% or higher on the low-risk basis</li>
<li>Each fund’s funding level on the low-risk basis has increased by at least 25% over the period 31 March 2022 to 30 September 2024, apart from the Environment Agency (Closed) Pension Fund</li>
<li>As mentioned above, significant improvements will also be made to funding levels on the ongoing basis, which is often used to set contribution rate levels for employer</li>
</ul>
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<h4 class="wp-block-heading" id="h-summary-of-individual-fund-results">Summary of individual fund results</h4>



<p>As at 30 September 2024, on the low-risk basis:</p>



<ul class="wp-block-list">
<li>The three funds with the highest funding levels are: Kensington and Chelsea, West Sussex and Wandsworth</li>



<li>The three funds with the lowest funding levels* are: Waltham Forest, Berkshire and Cornwall</li>
</ul>



<p>*We have excluded the Environment Agency (Closed Fund) Pension Fund due to its specific circumstances (including the Government funding agreement) and bond-focussed investment strategy.</p>



<h2 class="wp-block-heading">Main observations</h2>



<ul class="wp-block-list">
<li>Trust-based pension schemes fully funded on a low-risk basis are, with very few exceptions, transitioning to lower risk investment strategies as quickly as possible</li>



<li>De-risking does not have to be permanent and it does not need to apply to future service</li>



<li>We expect DLUHC and the LGPS SAB to monitor these changes and consider whether more widespread action is required (e.g. an out of cycle actuarial valuation to prevent overfunding)</li>



<li>We hope that funds will consider the 4 points listed at the top of this article and take effective action to accurately reflect the prolonged significant improvement in funding levels</li>
</ul>



<h2 class="wp-block-heading">Next steps</h2>



<p>Overall, based on the sustained improvement in funding levels, we would expect to see funds consider:</p>



<ul class="wp-block-list">
<li>Shifting to lower risk investment strategies, for example through increased exposure to gilts and bonds;</li>



<li>Reviewing current employer contribution rates, in particular, whether it might be appropriate to reduce current rates; and</li>



<li>Offering de-risking opportunities and other flexibilities to employers</li>
</ul>



<h2 class="wp-block-heading" id="h-engagement-with-funds"><strong>Engagement with funds</strong></h2>



<p>This update has been prepared using information available within the public domain (not necessarily the most recent) and our calculations are estimate in nature (see the Appendix for further information).</p>



<p>Since the launch we have not incorporated any new publicly available information or been provided with any new information by funds. In future releases we will do so and provide some commentary on the impact of this new information.</p>



<p>If you are a participating LGPS (E&amp;W) fund and would like to speak to an Isio representative to discuss the information set out within this update or to provide more accurate and up-to-date information, please contact: <a href="mailto:steve.simkins@isio.com">steve.simkins@isio.com</a></p>



<h2 class="wp-block-heading" id="h-individual-fund-results-in-full"><strong>Individual fund results (in full)</strong></h2>



<p>The table below sets out the individual results, ordered from lowest to highest funded as at 30 September 2024:</p>



<figure class="wp-block-table"><table class="has-fixed-layout"><thead><tr><th>Fund</th><th>31 March 2022</th><th>30 September 2024</th></tr></thead><tbody><tr><td>Environment Agency &#8211; closed</td><td>69.1%</td><td>73.0%</td></tr><tr><td>Waltham Forest</td><td>44.6%</td><td>76.1%</td></tr><tr><td>Berkshire</td><td>46.6%</td><td>84.5%</td></tr><tr><td>Cornwall</td><td>58.6%</td><td>89.1%</td></tr><tr><td>Avon</td><td>56.5%</td><td>90.1%</td></tr><tr><td>Dorset</td><td>54.4%</td><td>90.3%</td></tr><tr><td>Clwyd</td><td>61.9%</td><td>91.3%</td></tr><tr><td>Powys</td><td>63.9%</td><td>93.8%</td></tr><tr><td>Brent</td><td>54.5%</td><td>94.3%</td></tr><tr><td>Hillingdon</td><td>57.2%</td><td>95.4%</td></tr><tr><td>Shropshire</td><td>56.1%</td><td>97.8%</td></tr><tr><td>Islington</td><td>55.8%</td><td>97.9%</td></tr><tr><td>Devon</td><td>57.8%</td><td>98.0%</td></tr><tr><td>Bedfordshire</td><td>54.8%</td><td>98.2%</td></tr><tr><td>Greenwich</td><td>59.1%</td><td>98.7%</td></tr><tr><td>Nottinghamshire</td><td>58.9%</td><td>99.3%</td></tr><tr><td>Hounslow</td><td>61.6%</td><td>99.4%</td></tr><tr><td>Kent</td><td>61.4%</td><td>99.7%</td></tr><tr><td>Merseyside</td><td>62.4%</td><td>100.2%</td></tr><tr><td>Somerset</td><td>57.6%</td><td>100.2%</td></tr><tr><td>Barnet</td><td>56.1%</td><td>100.2%</td></tr><tr><td>Durham</td><td>60.7%</td><td>100.2%</td></tr><tr><td>Havering</td><td>58.2%</td><td>100.9%</td></tr><tr><td>Redbridge</td><td>61.6%</td><td>101.6%</td></tr><tr><td>Greater Gwent (Torfaen)</td><td>60.4%</td><td>101.9%</td></tr><tr><td>Harrow</td><td>58.8%</td><td>101.9%</td></tr><tr><td>Newham</td><td>59.0%</td><td>102.0%</td></tr><tr><td>Enfield</td><td>63.3%</td><td>102.0%</td></tr><tr><td>City of London Corporation</td><td>58.2%</td><td>102.9%</td></tr><tr><td>Worcestershire</td><td>59.2%</td><td>103.0%</td></tr><tr><td>Ealing</td><td>57.9%</td><td>103.6%</td></tr><tr><td>Buckinghamshire</td><td>61.8%</td><td>103.8%</td></tr><tr><td>Cardiff</td><td>62.3%</td><td>107.2%</td></tr><tr><td>Cumbria</td><td>68.0%</td><td>108.1%</td></tr><tr><td>Sutton</td><td>62.7%</td><td>108.3%</td></tr><tr><td>Surrey</td><td>62.3%</td><td>108.3%</td></tr><tr><td>Leicestershire</td><td>64.2%</td><td>108.5%</td></tr><tr><td>Hampshire</td><td>66.7%</td><td>108.8%</td></tr><tr><td>Hackney</td><td>65.8%</td><td>109.1%</td></tr><tr><td>Barking and Dagenham</td><td>63.9%</td><td>109.8%</td></tr><tr><td>Lincolnshire</td><td>66.4%</td><td>109.9%</td></tr><tr><td>Merton</td><td>70.0%</td><td>110.0%</td></tr><tr><td>West Midlands</td><td>64.4%</td><td>110.3%</td></tr><tr><td>Bexley</td><td>70.1%</td><td>110.5%</td></tr><tr><td>Wiltshire</td><td>66.4%</td><td>111.0%</td></tr><tr><td>Derbyshire</td><td>68.5%</td><td>111.1%</td></tr><tr><td>Hammersmith and Fulham</td><td>63.9%</td><td>111.3%</td></tr><tr><td>Oxfordshire</td><td>65.4%</td><td>112.0%</td></tr><tr><td>Norfolk</td><td>66.2%</td><td>112.1%</td></tr><tr><td>Croydon</td><td>63.8%</td><td>112.8%</td></tr><tr><td>West Yorkshire</td><td>66.5%</td><td>112.9%</td></tr><tr><td>Dyfed</td><td>67.1%</td><td>113.8%</td></tr><tr><td>Swansea</td><td>64.6%</td><td>115.3%</td></tr><tr><td>Suffolk</td><td>74.5%</td><td>115.3%</td></tr><tr><td>Northamptonshire</td><td>68.9%</td><td>116.8%</td></tr><tr><td>London Pensions Fund Authority</td><td>68.4%</td><td>116.9%</td></tr><tr><td>Lewisham</td><td>69.0%</td><td>117.3%</td></tr><tr><td>Warwickshire</td><td>68.4%</td><td>117.8%</td></tr><tr><td>City of Westminster</td><td>72.4%</td><td>117.8%</td></tr><tr><td>Lambeth</td><td>71.1%</td><td>117.8%</td></tr><tr><td>Hertfordshire</td><td>72.9%</td><td>117.9%</td></tr><tr><td>Lancashire</td><td>68.9%</td><td>118.1%</td></tr><tr><td>South Yorkshire</td><td>71.9%</td><td>118.1%</td></tr><tr><td>Tyne and Wear</td><td>68.7%</td><td>119.1%</td></tr><tr><td>Southwark</td><td>71.3%</td><td>119.2%</td></tr><tr><td>Rhondda Cynon Taf</td><td>69.4%</td><td>119.3%</td></tr><tr><td>Cheshire</td><td>79.2%</td><td>119.3%</td></tr><tr><td>Greater Manchester</td><td>73.8%</td><td>121.0%</td></tr><tr><td>North Yorkshire</td><td>75.1%</td><td>121.1%</td></tr><tr><td>Camden</td><td>69.2%</td><td>121.6%</td></tr><tr><td>Haringey</td><td>70.4%</td><td>121.6%</td></tr><tr><td>Cambridgeshire</td><td>69.4%</td><td>121.7%</td></tr><tr><td>Essex</td><td>75.9%</td><td>122.1%</td></tr><tr><td>Kingston upon Thames</td><td>70.5%</td><td>122.3%</td></tr><tr><td>Staffordshire</td><td>73.3%</td><td>124.0%</td></tr><tr><td>Tower Hamlets</td><td>72.0%</td><td>124.3%</td></tr><tr><td>East Riding</td><td>73.3%</td><td>124.4%</td></tr><tr><td>Teesside</td><td>72.8%</td><td>125.2%</td></tr><tr><td>Gloucestershire</td><td>69.9%</td><td>125.2%</td></tr><tr><td>Isle of Wight</td><td>71.3%</td><td>125.4%</td></tr><tr><td>East Sussex</td><td>73.3%</td><td>125.7%</td></tr><tr><td>Bromley</td><td>74.5%</td><td>125.7%</td></tr><tr><td>Environment Agency &#8211; active</td><td>81.2%</td><td>133.8%</td></tr><tr><td>Gwynedd</td><td>77.8%</td><td>138.0%</td></tr><tr><td>Wandsworth</td><td>80.3%</td><td>140.2%</td></tr><tr><td>West Sussex</td><td>90.8%</td><td>162.1%</td></tr><tr><td>Kensington and Chelsea</td><td>94.0%</td><td>168.0%</td></tr></tbody></table></figure>



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<p><br><strong><em>Reliances and limitations</em></strong></p>



<p>The numerical information set out within the update has been calculated using approximate methods and has been provided for information purposes only, it should not be considered as advice or be relied upon in making any financial decisions.</p>



<p>This work is compliant with the Technical Actuarial Standard TAS 100 published by the Financial Reporting Council, so far as their requirements are material for this.</p>



<h4 class="wp-block-heading" id="h-contact-details">Contact details</h4>



<p>If you would like to speak to an Isio representative to discuss the information set out within this update, please contact:&nbsp;<a href="mailto:steve.simkins@isio.com">steve.simkins@isio.com</a>.</p>

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<p>The post <a href="https://www.isio.com/insights/webinar-isio-budget-box-briefing-webinar/">Webinar: Isio Budget Box Briefing webinar</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
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		<title>Changing dynamics for in-house pensions managers</title>
		<link>https://www.isio.com/insights/changing-dynamics-for-in-house-pensions-managers/</link>
		
		<dc:creator><![CDATA[Daniel Owen]]></dc:creator>
		<pubDate>Tue, 15 Oct 2024 17:39:00 +0000</pubDate>
				<guid isPermaLink="false">https://www.isio.com/?post_type=insight&#038;p=21549</guid>

					<description><![CDATA[<p>The post <a href="https://www.isio.com/insights/changing-dynamics-for-in-house-pensions-managers/">Changing dynamics for in-house pensions managers</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
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<p><strong>With the pensions landscape changing fast, the role of the pensions manager is transforming also. Driven by organisational shifts and the availability of talent, the days of every large business having a multitude of internal resource are over. Jay Solanki, Head of Governance at Isio, explores the factors shaping the future for in-house pensions managers, and asks how specialist services stepping in to support?</strong></p>



<p>The role of the in-house pensions manager is no stranger to change and adaptation. Shaped by factors such as changing corporate strategy or wider economic shocks, major regulatory and legislative changes or technological developments, the role has naturally had to evolve at pace over recent years.</p>



<p>Cassidy Gillaway, Manager at Isio, who was formerly an in-house pensions manager says, “In a world of increasing regulatory oversight, legislative reform and complex projects to manage, there is a growing demand for in-house managers to wear many hats. This ranges from being a project manager, secretary to the trustees, data analyst and relationship manager to complaints handler, technical expert, strategic planner and risk evaluator.”</p>



<p>As the requirements of the role have changed, so have the supply and demand dynamics that underpin how some organisations resource their pensions management functions. Alongside the more structural issues of continued talent shortages and <a href="https://www.recruiter.co.uk/news/2024/04/skills-gaps-remain-financial-services-says-new-report">skills gaps</a> in the wider financial services industry, there are other situations that can determine the availability of in-house resource for businesses.</p>



<p>One major factor determining in-house talent dynamics, is where a scheme is in its lifecycle – with those heading for buy-out potentially providing a natural punctuation point for pensions managers considering their next career move. Over recent years we’ve seen a number of pensions managers leave their roles, principally driven by buy-out scenarios. In these situations businesses often need external support to fulfil specific projects or longer-term resourcing gaps. </p>

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<p><strong>Growth in outsourcing</strong></p>



<p>The role a pensions manager plays is crucial, but when individuals do leave their role, we’re seeing more and more internal specialism gaps and difficulty in hiring vacancies.</p>



<p>The challenges around securing the right talent, at the right time, have undoubtedly been a contributing factor to the growth in outsourcing over recent years, but there are also a number of demand-side factors which are changing the corporate appetite for external specialist support.</p>



<p>The economic turbulence of recent years has reinforced the focus on costs for many CFOs. Organisations can face operating interruption and not insignificant costs when there is regular turnover of staff (Oxford Economics estimate the cost of replacing an employee to be between 80% and 200% of the employee’s salary). This is especially problematic for smaller schemes, where scarce talent might be tempted by flight to larger entities or bigger brand names. Accordingly, outsourced pensions management can be seen as an attractive option for those looking to reduce the financial burden attached to in-house churn and subsequent recruitment, or simply those looking to reduce the overhead cost of internal staff.</p>



<p><strong>Risk and reward</strong></p>



<p>Managing risk can also be a motivation. Trustees might consider an in-house resource to be something that is marked ‘green’ on the risk register, but the inverse may actually be more appropriate. There might be elements of a single point of risk with an in-house role – if that resource was suddenly long-term sick, or left the organisation without a successor or complete handover in place. Furthermore, outsourced services can deliver companies a greater degree of operational agility based on improved accountability, with known delivery and reporting timeframes part of the contractual service level agreement.</p>



<p>But perhaps the largest contributing factor to the appeal of outsourced pensions management is the capacity it can deliver for schemes and trustees. The ever-evolving regulatory landscape (ESOG, dashboards, and GMP Equalisation for example) is putting more pressure on pensions manager bandwidth. Utilising an outsourced solution can create capacity to focus on longer-term strategic objectives of the scheme. “It’s very hard to do it all as an in-house pensions manager,” says Eleanor Garside, Senior Manager at Isio, who has also previously worked in-house. “There’s so much happening in the pensions world for one person, or even a small team, to stay on top of. At Isio, we have so many fantastic subject matter experts and knowledge champions that the outsourced pensions manager doesn’t have to do or know everything – just who to go to.”</p>



<p>Advising multiple clients provides an opportunity to assess best practice and alternative solutions as well as delivering increased efficiency from familiarity with projects and processes. An outsourced pensions manager function can also provide flexibility for the company, accommodating periods of high and low activity and creating capacity for more strategic development.</p>



<p><strong>Over 150 trustee boards and organisations understand the value of outsourcing to Isio in this specialist area. Our consultants are fast-moving and experts in the highest standards of governance.&nbsp; Providing peace of mind and better outcomes for trustee boards, sponsors and members.</strong></p>



<p><strong>Get in touch today to find out how we can help your scheme meet the complex challenges of today, and the opportunities of tomorrow.</strong></p>



<p><strong>Jay Solanki will be at the 2024 PLSA annual conference at Isio’s stand F9.</strong></p>

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<p>The post <a href="https://www.isio.com/insights/changing-dynamics-for-in-house-pensions-managers/">Changing dynamics for in-house pensions managers</a> appeared first on <a href="https://www.isio.com">Isio</a>.</p>
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